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1 UNDERSTANDING INTERORGANIZATIONAL LEARNING THROUGH COOPERATION INTERORGANIZATIONAL RELATIONSHIPS IN DIFFERENT SOCIAL SPACES Anelise Rebelato Mozzato 1 UPF - Passo Fundo University Rio Grande do Sul,Brazil Claudia Cristina Bitencourt 2 UNISINOS Vale dos Sinos University Rio Grande do Sul,Brazil Abstract: Different organizational settings have been gaining ground in the world economy, resulting in a proliferation of different forms of strategic alliances that translate into a growth in the number of organizations that have started to deal with interorganizational relationships with different actors. These circumstances suggest that the process of interorganizational learning (IOL) warrants investigation as its scope of analysis needs widening and deepening. Therefore, this theoretical essay is an attempt to understand IOL as a dynamic process found in interorganizational cooperative relationships that can take place in different structured and unstructured social spaces and that can generate learning episodes. According to this view, IOL is understood as part of an organization learning continuumand is analyzed within the framework of practical rationality in an approach that is less cognitive and more socialbehavioral. Keywords: Interorganizational learning. Social learning spaces. Learning episodes. Cooperation. Interorganizational relationships. 1 INTRODUCTION Different organizational settings have been gaining ground in the world economy, with a growing number of different forms of strategic alliances (Inkpen and Tsang, 2007). As a result, organizations are increasingly introducing new settings involving interorganizational relationships with different actors such as companies, universities and trade associations, etc. (Dacin, Reid and Ring, 2008). This constitutes an appropriate strategy when faced with an environment that is becoming more and more uncertain (Human and Provan, 1997). Interorganizational learning (IOL) processes have become a relevant field of research,particularly as they attempt to understand the scenario and processes involved in new 1 Anelise RebelatoMozzato. Rua Adolfo Loureiro, 401 ap. 190, Bairro Lagoa do Potreiro, Passo Fundo, RS, Brazil. ZIP Phone: +55 (54) or Claudia Cristina Bitencourt. Av. Inácio Vasconcelos, 40 ap. 1308, Porto Alegre, RS, Brazil. ZIP Phone: +55 (51) (1566 or 1585).

2 organizational relationships and settings. It should be pointed out that, however relevant IOL may be, it is still poorly investigated and is best termed a field in progress (Larsson et al., 1998; Knight and Pye, 2005; Engeström and Kerosuo, 2007; Inkpen and Tsang, 2007; Crossan, Maurer and White, 2011). The earliest studies dealing with IOL date back to the late 1990s (Larsson et al., 1998) and are still seen as limited in scope, which means that further investigation is of paramount importance (Dierkes et al., 2001; Easterby-Smith, Burgoyne and Araujo, 2001; Easterby- Smith and Lyles, 2003; Greve, 2005; Engeström and Kerosuo, 2007; Inkpen and Tsang, 2007; Nooteboom, 2008). Indeed Engeström and Kerosuo state that recent conceptual models of organizational and interorganizational learning tend to be worryingly generalized and common-sensical (2007, p.338). Antonello and Godoy (2009; 2010; 2011)identified gaps in studies on organizational learning and highlighted the need to expand their scope of analysis by identifying learning processes that pervade organizational borders, which reinforces the need to introduce additional units of analysis in order to advance this field of knowledge. Given the stated need to widen the scope of analysis in the field of IOL, this theoretical essay attempts to understand IOL as a dynamic process that takes place within interorganizational co-operative relationships, which occur in different social spaces (both structured and unstructured), providing learning episodes. With this in mind, IOL is understood as part of a continuum of Organizational Learning (OL), as was proposed by Crossan et al., (1995), Knight (2002), Bapuji and Crossan (2004), Holmqvist (2004), Knight and Pye (2005) and Crossan, Maurer and White (2001). This article is structured as follows: following this introduction, as a result of an extensive review of the theory of organizational and interorganizational learning, as well as of studies on interorganizational relationships from 1900 to 2011, the following questions regarding IOL are proposed: (1) the multi-level structure of the learning process; (2) IOL as a process: social-behavioral approach; (3) interorganizational relationships and IOL; and (4) the range of social spaces that make learning possible. Finally, the most important reflections and considerations on the topic and their implications for further research are presented. 2 INTERORGANIZATIONAL LEARNING OL has been the subject of extensive research in the last few years. Although OL is widely accepted and its importance to the strategic performance of organizations is fully acknowledged, the complexity and diversity of concepts that permeate these studies compound this scenario(fiol and Lyles, 1985; Easterby-Smith and Lyles, 2003; Ruas, Antonelo and Boff, 2005; Bitencourt, 2005; Antonacopoulou and Chiva, 2007; Amorim and Fischer, 2009; Argote, 2011). The situation of IOL is no different. While OL is not the main focus of this research, it supports another dimension of this concept, namely IOL. The intraorganizational dimension serves as a basis for the understanding of interorganizational dimension, with a focus on their intersection (OL and IOL). Holmqvist (2003, 2004, 2009) claims that the interconnection between intraorganizational and interorganizational learning cannot be dismissed, even though they can be analyzed separately (Larsson et al., 1998). The focus of this theoretical essay is on the type of IOL that takes place

3 in different interorganizational relationships (strategic alliances) within the framework of the multi-level logic of the learning process. 2.1 Multi-level structure of the learning process The necessity to advance the studies on IOL is a natural result of the growing importance of interorganizational relationships. Over the last ten years, the focus of studies on OL has been shifting gradually from intraorganizational learning to multi- and interorganizational learning. However, this has been achieved at the expense of conceptual developments (Engeström, and Kerosuo, 2007). In their exploration of OL in the last decade, Crossan, Maurer and White (2011) demonstrated the need for studies to be carried out using a multi-level structure, as OL is a phenomenon that takes place on multiple levels, including the external context of the organization and the interorganizational level. This theoretical essay uses a multi-level approach to IOLalong the lines of the OL framework proposed by Crossan, Lane and White (1999). They propose an analytical framework (Figure 1) for OL with four learning processes (intuiting, interpreting, integrating and institutionalizing) on three levels of analysis. These authors emphasize that these levels are permeated (linked) by both social and psychological processes. Figure 1: Organizational learning as a dynamic process Source: Crossan, Lane, and White (1999, p. 532) With the aim of achieving a clearer understanding, IOL will be treated as part of a continuum of organizational learning as identified by Crossan et al. (1995), and Crossan, Lane and White (1999), even though this is not included in the corresponding frameworks presented by these authors. Given the fact this fourth level of learning was already investigated by the authors, Mozzato and Grzybovyski (2011) propose its inclusion into the framework elaborated by Crossan, Lane and White (1999) which refers to the analysis of OL, and which deals with the fifth process on this level, namely cooperation. Figure 2 demonstrates its inclusion in the framework.

4 Figure 1 IOL as a dynamic process through co-operation Source: Mozzato and Grzybovski (2001, p.8) Building on the ideas of Crossan, Lane and White (1999), the dynamics of this framework is explained with the inclusion of a fourth level of learning interorganizational learning (IOL). This level of learning deals with relationships established through cooperation between different actors that are external to the organization. Cooperation, the fifth process included in the framework,is related to relational strategies (assumed to be cooperative) established between the different actors in interorganizational relationships. Thus, in interpreting the dynamics of the framework, the first three levels of learning and the four processes involved operate along the lines of the ideas of Crossan, Lane and White (1999). However, with respect to the fourth level and the resulting inclusion of a fifth level, despite following the same logic, it is worth noting that intuition intervenes in integration, which in turn intervenes in interpretation, and that interpretation intervenes in institutionalization. This in turn results in institutionalization interfering in cooperative processes. As a result, cooperation intervenes in institutionalization, which in turn interferes in interpretation. Sequentially then, interpretation intervenes in integration, which ultimately intervenes in intuition. Faced with this dynamics, (movement in both directions), it can be observed that learning takes place over four levels: individual, group, organizational and interorganizational. However, inclusion on this fourth level means that the direct interference of intuition on institutionalization (as proposed by Crossan, Lane and White, 1999) is transferred to cooperation. Pursuing this line of thought, when the authors propose that institutionalization has a direct effect on intuition, it is understood that cooperation has a direct effect on intuition. Moreover, as they point out, such levels are permeated by social and psychological processes. The figures reproduced here illustrate the multi-level structure characteristics of the learning process, exposing the intimate interconnection between all levels and the fact that they are

5 pervaded by processes that reinforce the importance of approaching learning from a social and behavioral view rather than from a cognitive approach. Given the fact that learning is an everyday action in the sense that it is the effect of a series of interrelated practices and operations (Styhre, Josephson and Knauseder, 2006; Corradi; Gherardi and Verzelloni, 2010; Sandberg and Tsoukas, 2011), it should be noted that learning is closely related to social-behavioral views (Macdonald and Crossan, 2010) and not to cognitive approaches (Knight and Pye, 2005). It is believed that viewing learning as a social-behavioral process (rather thancognitive) contributes greatly to a better understanding and advancement of IOL theory, thus expanding the possibilities of analysis. 2.2 Interorganizational learning as a process: social-behavioral view Larsson et al. (1998) claim that IOL may be seen as the collective acquisition of knowledge between groups of organizations, in this wayencompassing the idea of interactions between organizations. Therefore, IOL is distinct from OL in that it includes the effects of interactions between companies, which generates greater synergy and fosters learning. It is precisely the synergy that results from interactions (cooperation) between organizations that distinguishes interorganizational from intraorganizational learning. Fayard (2008) believes that it is this interaction between actors, which is not limited to organizational borders, that gives rise to a collective learning environment. Thus, a diversity of bonds is created, generating competitive advantages (Kenis and Oerlemans, 2008). AIO is understood as a form of learning that takes place by means of cooperative relationships (interactions) between different agents. These interactions improve and expand the knowledge base of each participant and boost the potential to create individual and collective comparative advantages. Knight and Pye (2005) identify the central role of social interactions in their study of IOL in interorganizational relationships. Along the same lines, Nooteboom (2008) claims that the interactions between different actors in interorganizational settings are an important element in the facilitation of learning and innovation. Child, Faulkner and Tallman (2005) point out that one of the several reasons leading organizations to interact with others is the need to acquire new competencies that can generate innovation with recognized economic value in the market. Given the focus of IOL, the plurality of the concepts involved and in particular the overlapping and subtle differentiations, this theoretical essay will draw on the concept outlined by Greve (2005, p.1026): Interorganizational learning is a distinctive form of learning because the organization learns from the experience of others rather than from its own experience. While distinctive in the source of learning, interorganizational learning is supported by intraorganizational processes of knowledge creation and retention, and some of its findings parallel those of research on intraorganizational transfer of knowledge. In order to gain a better understanding of the process of IOL, some of the precepts of OL which explain certain aspects of IOL will be employed. This draws particularly on the work of Crossan, Lane and White (1999). Pursuing this logic, the question of process-based

6 learning (Easterby-Smith, 1997; Gherardi and Nicolini, 2001) arises - returning to Bitencourt s statement (2010) on how learning occurs through relationships, which is interesting precisely for its process-based perspective of learning and not a descriptive perspective. Lundvall (1992) already understood learning to be a process rather than a product (or stock of knowledge), recognizing the value of interaction and personal contact. Considering that this study returns to a process-based vision of learning at an organizational level, it is necessary to understand action within the social context, in the sense highlighted by Gherardi et al. (1999), reiterating that learning is inherently a relational activity. It should be remembered that in the scope of this theoretical essay, learning is defined along the lines of the work developed by Styhre, Josephson and Knauseder (2006), Corradi, Gherardi and Verzelloni (2010) and Sandberg and Tsoukas (2011). These authors see learning as an everyday action, a flow of activities that are part of the daily work routine, an effect of a series of interrelated practices and operations that are carried out. In other words, learning happens by means of practical rationality. This view of learning as a process at the interorganizational level sees everyday action as an element in the social setting as a whole, in the sense stressed by Gherardi et al. (1998): learning is an inherently relational activity. Referring to Le Boterf (1999), Antonello (2011) states that everyday situations can become a vehicle for the development of learning processes (Antonello, 2011, p. 140). Therefore, greater value is placed on an analysis of learning in its social-behavioral aspects, and not on its cognitive features. This builds on the studies of Knight and Pye (2005) and Macdonald and Crossan (2010). Learning is seen as the development of meanings, commitments and methods. According to the social learning theory, knowledge flows are a result of partnerships that are created between different actors, bringingthem closer (Janowicz-Panjaitan and Noorderhaven, 2008). Whilst cognition undeniably interferes in the process of IOL, the focus falls on the behavioral questions inherent in the relationships established between different actors, precisely to understand IOL using a process-based view that involves questions of context and interaction. Macdonald and Crossan (2010) state that behavioral issues have received insufficient attention in spite of the perception that they may help understand learning between different organizations.therefore, it is believed that an analysis of IOL should not focus solely on cognitive aspects. Such an analysis should rather follow a relational, social-behavioral assessment that is centered on a process view along the lines of practical rationality. As MacDonald and Crossan state (2010, p.12): The integration of new information at the group level makes inter-organizational learning possible. It is the individuals and the social processes and practices, such as dialogue, through which they develop shared understandings that facilitate interorganizational learning. In line with this view, these authors identify dialogue as a central element of IOL processes because dialogue creates a shared understanding that facilitates learning. The more that the structures and mechanisms of engagement between the organizations make sustained dialogue, and hence a kind of joint sensemaking, possible the more likely there will be inter-

7 organizational learning. (Macdonald and Crossan, 2010, p.12). Larsson et al. (1998) already advocated that IOL may be hindered by the lack of communication. Importance is given to dialogue and communication precisely because learning is seen as a process that involves issues of context and interaction. Such interactions, particularly cooperative ones, foster IOL, which takes place through a range of existing interorganizational relationships. 2.3 Interorganizational learning and interorganizational relationships The interorganizational cooperation strategy is linked to several important results. It facilitates the production of new knowledge, fosters innovation and new solutions and helps organizations to achieve a more central and competitive position in relation to enterprises that work in isolation. As Jorde and Teece (1989) point out, these new organizational arrangements offer improved access to new knowledge by facilitating OL, providing access to new technologies and innovation processes and improving technological capabilities. To sum up, different interorganizationalarrangements yield gains to the economic actors involved. The importance of information and, consequently, of flows of knowledge is clear, something which is facilitated in a system of interorganizational cooperation. Hardy, Phillips and Lawrence (2003) discuss the effects of interorganizational cooperation and claim that, in addition to allowing the sharing of knowledge between organizations,this facilitates the production of new knowledge. Shima (2006) underscores how important it is for companies to share resources and information and to increase the flow of information global enterprisesnow need. Therefore, it can be said that organizations that assume different organizational arrangements by means of interorganizational relations are also trying to facilitate the spread of knowledge (Powell, 1998; Inkpen, 2000; Lane, 2001; Child, 2001; Holmqvist, 2004; Knight and Pye, 2005; Inkpen and Tsang, 2007; Easterby-smith, Lyles and Tsang, 2008; Macdonald and Crossan, 2010). Richardson (1972) emphasized the importance of adding cooperation to the picture. He said that cooperation can be found in different organizational arrangementsand contrasted this concept with the idea that market rules. Ebers and Jarillo (1998), Powell (1998), Cassiolato and Lastres (2003), Muthusamy and White (2005), Balestrin and Verschoore (2008), Zaheer et al. (2010), among other researchers on the topic of cooperation, highlight the importance of cooperative strategies in order to improvethe performance of organizations. Jarillo (1993) and Ebers and Jarillo (1998) state that collective actions must be considered in strategic termsso that cooperative relationships can become the source of competitive forces. In the same line advocated by Richardson (1972), Jarillo (1993) points out that the atomistic view of traditional models, in which each individual player faces the worldby him or herself, may not be the most efficient way to compete. Lubatkin, Florin and Lane (2001), Hardy, Phillips and Lawrence (2003) and Zaheer et al. (2010) also share this cooperative premise. Cooperation may be seen as stemming from collaborative actions established in interorganizational relationships, with mutual commitment. However, the idea of competition is not absent in this setting. Even within the logic of cooperation, the coexistence of

8 cooperation and competition is accepted (Jorde and Teece, 1989; Jarillo, 1993; Brandenburger and Nalebuff, 1996) as it constitutes an important source of competitive advantage (Ebers and Jarillo, 1998; Cassiolato and Lastres, 2003; Muthusamy and White, 2005; Kenis and Oerlemans, 2008; Zaheer et al., 2010). In interorganizational relationships, learning is often a natural result of cooperation (Child, 2001). IOL is viewed as part of a continuum of organizational learning, thus enlarging the scope of IOL analysis. However, it is also seen as a dynamic process that takes place in cooperative interorganizational relationships, found in the interactions established in different structured and unstructuredsocial spaces. Such social learning spaces are discussed below and the occurrence of learning episodes in them are highlighted. 2.4 Different social learning spaces Given that this theoretical essay aims to understand the process of IOL through interorganizational cooperative relationships, the various social spaces involved are important to this dynamics. Interorganizational relationships are established in both structured and unstructured social spaces for learning (Janowicz-Panjaitan and Noorderhaven, 2008), providing learning episodes (Knight and Pye, 2005). Janowicz-Panjaitan and Noorderhaven (2008) demonstrate that learning behaviors can be formal (taking the form of planned events) or informal (taking the form of spontaneous interaction), with different repercussions in the IOL process. These authors emphasize that IOL does not always occur spontaneously. As a result, IOL can be stimulated if structural measures are formalized. Similarly, Wenger (1998) has stressed that in normal interorganizational contexts, informal social interactions are supported by the formal structure. In agreement with this, Knight (2002) stated that studies on IOL require equal focus on the formal and informal aspects of learning, without privileging one over the other. Powell (1998) highlighted formal and informal aspects as subtle elements that need to be thought out, given that neither information nor knowledge are easily transferred by way of license or purchase. When these opportunities for social interaction are perceived as an obligation and not as a voluntary learning opportunity, people become less willing to interact and formality tends to inhibit informality, leading to a loss of spontaneity (Janowicz-Panjaitan and Noorderhaven, 2008). These authors assert that both formal and informal social interactions have a positive effect on the results of IOL, as Contu and Willmott (2003) suggest. They also highlight the complementarity between formal and informal interactions. Even though formality and informality reinforce each other, these relationships cannot be said to be perfect complements, given that the positive effect of formalization tends to disappear as the degree of formality increases. Therefore, while an increase in the extent of informal learning behavior will yield consistent positive effects on formal behavior, additional formalization will have a positive effect on informal learning mechanisms only up to a point (Janowicz-Panjaitan, and Noorderhaven, 2008). The authors show that, as Thompson (2005) had advocated in the case of OL, excessive formalization (formal mechanisms), even when used with the intent of stimulating learning, can hinder both informal learning behaviors and IOL.

9 Therefore, it is clear that social spaces can foster interorganizational relationships, which, in turn, can lead to the occurrence of learning episodes in the flow of everyday activities that take place in formal and informal spaces. This description corresponds more closely to social and behavioral views, rather than to cognitive approaches (Knight and Pye, 2005). It is understood that IOL should be analyzed in accordance with these authors theory when they refer to the importance of analyzing context (history, aims and routine), content (changes that took place) and process (actions and intentions, leading to learning episodes). According to the assumptions demonstrated by Janowicz-Panjaitan and Noorderhaven (2008), these formal spaces in interorganizational settings are essential in fostering IOL, a process which can also be stimulated by informal spaces. In this line of reasoning, IOL is understood as a process, a result of a flow of everyday activities,which is recurrent in horizontal relationships established between different actors, i.e. within the logic of practical rationality. Such flows of activity are what Knight (2002) termed network learning episodes, which, according to the author, offer an appropriate unit of analysis for empirical research, thus improving the understanding of learning in interorganizational relationships. These learning episodes, according to Knight (2002) and Knight and Pye (2005), are related to the flow of everyday activities that are found both in structured and unstructured spaces. In other words, learning episodes are actions and interactions that take place between different actors and which foster events and learning experiences (learning events), with a direct or indirect impact on different interacting actors. Such learning episodes can be analyzed for their content, with a focus on what was learned (e.g. the research of Knight and Pye, 2005). Alternatively, the focus can be on episode occurrences, in which case their importance to the actors involved is analyzed. It is understood that establishing cooperative relationships between different actors favors the occurrence of learning episodes, triggering IOL. Moreover, the internal dynamics of each organization, as well as the nature of the interorganizational dynamics determine whether IOL will take place (Van Wijk, Jansen and Lyles, 2008). To sum up, it is clear that everyday activities that are carried out according to interorganizational relationships provide structured and unstructured social learning spaces, in which learning events (episodes and experiences) take place (Knight and Pye, 2005).Such events are perceived as examples of IOL. In other words, interorganizational relationships that take place in structured and unstructured social spaces make learning episodes possible, which are important to the analysis of IOL processes. These learning episodes arise from the relationships that are established, and are related to a social-behavioral view of learning as opposed to cognitive approaches. Finally, the existence of barriers that hamper interorganizational relationships is accepted. Some of these barriers are cognitive (social and cultural issues), while others are emotional (attachments, detachments, rivalries, family ties and friendship bonds).theymake relationships difficult andthus affect learning. Cognitive barriers and limited emotionality are also implicit control mechanisms that hamper IOL (Child, 2001; Macdonald and Crossan, 2010).

10 3 FINAL REMARKS To conclude the study proposal presented here, it should be emphasized that IOL features were addressed according to social-behavioral views as opposed to cognitive approaches. IOL was analyzed as a dynamic process that takes place in cooperative interorganizational relationshipsfound in different structured and unstructured social spaces in everyday life, providing learning episodes. In line with this approach, IOL is understood as part of a multi-level learning structure that is presented as an element of an organizational learning continuum, a level proposed by Crossan et al. (1995), Knight (2002), Bapuji and Crossan (2004), Holmqvist (2004), Knight and Pye (2005) and Crossan, Maurer and White (2011). As the end of this theoretical essay, it can be said that the scope of IOL analysis was expanded by identifying it as the fourth level of learning, with cooperation being the fifth dynamic process in the multi-level structure of the learning process. Such learning levels are believed to be permeated by social and psychological processes (Crossan, Lane and White, 1999), a situation which is not different for the fourth level, IOL. Figure 2 illustrates the multi-level structure of the learning process, revealing the close interconnections between all learning levels. This makes it clear that these levels are permeated by processes that reinforce the importance of dealing with learning by means of a social-behavioral view in which social interactions and context are considered according to the logic of practical rationality, and from the point of view of a cognitive approach. Thus, stated that understanding the process of IOL is facilitated by its analysis in terms of the occurrence of everyday activities in both structured and unstructured social spaces for learning. Such social spaces lead to cooperative interorganizational relationships, triggering learning episodes that are echoed in differing ways in the process of IOL. To conclude, it should be underscored that this research is expected to contribute to the advancement of studies in the field of IOL, making its understandingeasier by means of an analysis of learning episodes that take place in different social spaces in which cooperationis the norm. It is thought that this essay contributed to the advancement of existing knowledge on OL in organizational studies, given that this research contemplates a lesserknown level of analysis, namely interorganizational learning. It may also foster the advancement of the understanding of interorganizational relationships, bringing the field of organizational studies to the area of interorganizational relations studies closer. Although the need for further studies remains, it is expected that the debate presented here will contribute to a better understanding and development of IOL, in addition to encouraging further theoretical and empirical research in different interorganizational settings. References Amorin, W. A. C., and Fischer, A. L. (2009), Aprendizagem organizacional: uma análise sobre o debate e a escolha de categorias para estudos de caso. Perspectiva Contemporânea, Campo Mourão, vol. 4, no.1, pp

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